National Labor Relations Act

This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Madison C. Picard.

As we look ahead to 2024, there are a number of new issues and trends that appear on the local, state, and federal horizon with regard to labor and employment laws that may impact manufacturers. The following are a

This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Madison C. Picard.

As we approach election season, conversations about politics are quickly picking up across the country and in the workplace. Employers may be wondering how they can manage communications in the workplace.

A common misconception among employers this time of

With pro-union sentiments at heights not seen in decades and a union-friendly political climate, union representation petitions are up 57 percent. Employers should understand the significance of unionization and ensure their businesses, operations, and supervisors are ready. At noon on Tuesday, June 14, Robinson+Cole will host a webinar where Labor and Employment Group lawyers

This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.

This week, we continue our 2022 outlook series with a focus on labor and employment.  It goes without saying that over the last two years, the COVID-19 pandemic has revealed certain weaknesses and opportunities in the economy and in

While the presidential election may be in the past, conversations on political and social issues are not. As the new Presidential Administration takes the helm, the pandemic continues, and significant political division persists, conversations on political and social issues are commonplace in many workplaces across the country. Manufacturers are still grappling with the issue of whether and to what extent they can restrict employee speech and expression in the  workplace. Can employees discuss political or social issues at work?  What happens if it causes tension and distraction at work?  Does it matter if it occurs on working time?
Continue Reading Free Speech and Expression in the 2021 Workplace

I have posted a few times here about using post-employment restrictions to preserve a manufacturer’s competitive advantage.  See  “Non-Compete Cautionary Tale” (Nov, 2, 2018); “I’m New – And It’s No [Trade] Secret” (Oct. 27, 2014) and “Even More Reason for Manufacturers to Update Their Employment Agreements” (June 15, 2015).